Exeter's new pay scale under fire

EXETER — Some non-union town employees will earn more money while others will see less in their pockets under a new pay scale.

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By Jason Schreiber

seacoastonline.com

By Jason Schreiber

Posted Aug. 1, 2014 at 2:00 AM

By Jason Schreiber

Posted Aug. 1, 2014 at 2:00 AM

» Social News

EXETER — Some non-union town employees will earn more money while others will see less in their pockets under a new pay scale.

Selectmen voted 3 to 2 this week to adopt a new employee classification and pay plan that's being welcomed by some but protested by others who won't be able to earn as much as they would have under the old plan.

Assistant Fire Chief Ken Berkenbush is among the workers planning to appeal the new plan.

Under the town's previous pay scale, the salary for assistant fire chiefs ranged from $72,177 to $96,097 depending on where the employee fell on the 12 different pay steps.

But the salary range under the new plan starts at $63,402 and would max out at $84,454.

Each of the 12 steps for someone in Berkenbush's position was lowered by about $10,000.

"I've been told that I'm overpaid so therefore I won't see any type of pay raise or (cost of living raise) for five to six years if I stay," he said.

The classification plan covers everything from custodians and part-time clerical positions to salaried and management positions.

The town had a set of pay scales for non-union full-time and part-time workers before, but positions haven't been graded since about 2005.

All positions now fall under one of 20 different grades. For example, human resources administrator, town clerk and maintenance supervisor are under Grade 10, which has a pay range of $55,342 to $73,718, while fire chief, finance director and town engineer are at Grade 16 with a salary range of $77,371 to $103,062.

The last time that the town updated its pay plan was in 2009.

Town Manager Russ Dean said the effort to implement the new system began a couple of years ago when workers were asked to fill out a questionnaire to explain their job responsibilities.

Dean said those questionnaires were given to Municipal Resources Inc., which reviewed them along with department heads, the human resources department and Dean himself.

The questionnaires were used to create job descriptions and ultimately the new classification system.

Berkenbush recalled receiving the questionnaire, but said he takes on other assignments often not included in his job description.

"My job description has never necessarily reflected what I do," he said.

Dean said the pay scale change won't affect this year's budget because money was already included to cover cost of living raises and step increases.

Chartrand said the new pay plan went through an extensive review process and he doesn't think it's flawed.

But Clement said he felt that some positions are on grades that are too high and others too low.

For example, he said the fire chief, assistant fire chief and town clerk should have been placed at a higher grade. Clement said he also felt the finance director, electrical inspector and code enforcement officer belonged at a lower grade.

Surman voted against the plan because she felt it needed more study. She said the town will end up bogged down by appeals.

"Let's get it right the first time," she said.

Bob Eastman, a former selectman who worked on the pay plan update in 2009, encouraged selectmen to vote against the change, saying the compensation plan developed then was fair and uniform.

While selectmen expect to receive appeals from some workers, Parks and Recreation Director Mike Favreau has no complaints about the new pay scale.

"To me, it's very little net effect. I'm not being hurt either way," he said.

The change boosts the starting salary for the recreation director from $57,925 to $70,924. The most the position would pay will also increase from $77,122 to $94,473

Favreau said that under the old plan he was almost at the top of the pay scale for the job, but under the new plan he'll be earning about the same as he does now and have the opportunity to advance to additional steps and earn more money in the future.